How to Design an Effective Recruitment Program

Attracting qualified applicants is a challenge practically every employer will encounter at some point. Designing an effective recruiting strategy and program is fundamental to developing a recruitment and selection process that positions your company as an employer of choice. Being an employer of choice means you have a solid business reputation created by a committed work force and a low turnover rate because the company values employee talent and expertise. Selling applicants on the tangible benefits as well as the intangible advantages of working for your company is an effective way to recruit talent.

• 1

  List every benefit of working for your organization. In other words, jot down every reason why someone would want to work for your company. Obtain information from the compensation and benefits specialist; if possible, get a copy of the most recent salary and compensation study. Any compensation review should address how competitive your wages and benefits are within your industry. The list of benefits may include high wages, a comprehensive health benefits package, employer's contributions to income protection plans, length of vesting for savings or profit sharing plans, and yearly increases, incentives and bonuses.

• 2

  Expand your list with intangible benefits, such as a collegial and diverse work environment, close proximity to a major highway or thoroughfare, convenient parking, casual dress code, flexible schedules and telecommuting options. Include the organization's philosophy, mission and values in your list of intangibles. Prospective employees are drawn to companies that are good corporate citizens and organizations that value professional ethics above mere profitability. Other factors applicants consider are business reputation, highly regarded brand name and company size.

• 3

  Evaluate the types of applicants you want and design your recruiting plan based on the ideal applicant's qualifications. Do not, however, overlook your organization's qualifications. Advice columns for job seekers includes being the interviewee as well as the interviewer during the recruitment and selection process. Advice for recruiters in "Business Leader" magazine includes answering the following questions when developing a recruiting plan: "What is your competitive edge in the hiring marketplace? Are you hiring an employee that is in high demand? Do you offer top compensation and benefits, work/life balance and career growth? Or is your industry facing challenges that will make your opportunity less attractive to a top candidate?"

• 4

  Create a short DVD or video presentation about your organization. This could be a collaborative project with in-house marketing staff or an outside marketing agency. If your company has a visual presentation aimed at shareholders, modify it to attract applicants. You may want this informational video to air continuously in your human resources reception area. If your primary source of recruiting is online, incorporate this presentation into your organization's web page about careers. Applicants will become acquainted with the company through factual information from an insider's view and not simply by word of mouth.

• 5

  Attend professional conferences and job fairs to promote your organization. Network with industry leaders, colleagues and competitors. These relationships will prove valuable when you're sourcing candidates for hard-to-fill vacancies. Volunteer to deliver presentations at seminars or other professional events and meetings. Demonstrate the organization's level of corporate citizenship by donating to causes that mirror your company's ethics and values.